40 pre-screening interview questions, and what each one tells you
Copy-ready pre-screening interview questions for phone and video screens, grouped by what they test, plus a scoring rubric and questions to never ask.
6 min read
Key takeaways
- A pre-screen checks fit for the basics. It is not the full interview. Five or six questions are enough.
- Put yes or no requirements, like shift times or a license, in the application form. Save recorded answers for things a form cannot show.
- Score every candidate on the same three or four points, with a 1 to 3 scale for each.
- Never ask about age, family plans, health, religion, or anything else tied to a protected trait.
A pre-screening interview has one job: decide who is worth a full interview. The questions below do that job. Each group says what the questions test, so you can pick the few that matter for your role instead of asking all forty.
These questions work on a phone screen and in a one-way video interview. In a recorded screen, each candidate gets the same questions in the same words, which makes the answers easy to compare.
How many questions to ask
Ask five or six. Fewer than that and you learn too little. More than that and good candidates start to drop out, mostly the ones who already have a job and little free time.
A good set covers four things:
- Can they do the basic work?
- Do the hours, location, and pay fit?
- Why do they want this job?
- How do they communicate?
Questions with a plain yes or no answer, such as "Do you have a forklift certification?", belong in the application form or as knockout questions before the interview. Do not spend a recorded answer on them.
Motivation and interest
These questions show whether the candidate wants this job or any job. Both answers can be fine for some roles, but you need to know which one you are getting.
- What made you apply for this role?
- What do you know about our company, or the client you would be working for?
- What are you looking for in your next job that you do not have now?
- Why are you leaving your current job, or why did you leave your last one?
- Where do you want your career to be in two years?
What to listen for: a specific reason. "I want to work closer to home and I like that this is a day shift" is a better answer than a polished speech about passion, because it tells you something you can check against the role.
Experience and skills
- Walk me through your most recent job. What did a normal day look like?
- Which part of that job were you best at?
- Tell me about a task in your last role that you had to learn quickly.
- What tools, systems, or equipment do you use every day?
- Which part of this job description would be new to you?
- Describe a project or a busy period you are proud of. What was your part in it?
- If we called your last manager, what would they say you are good at?
What to listen for: detail. A candidate who did the work can name the systems, the numbers, and the problems. A vague answer here is worth a note for the next round, where you can ask for specifics.
Work style and problem solving
- Tell me about a time something went wrong at work. What did you do?
- How do you plan your day when you have more to do than time allows?
- Describe a time you disagreed with a coworker or a manager. How did it end?
- Tell me about a mistake you made at work and what you changed after it.
- How do you like to get feedback?
- What kind of manager brings out your best work?
For these questions, ask for a real example in the question itself: "Tell me about a time when..." gets a story. "How would you handle..." gets a guess.
Customer and team skills
- Tell me about a customer or client who was hard to please. What happened?
- How do you calm down a person who is upset with you?
- Describe a time you helped a new coworker get up to speed.
- What does good teamwork look like on a busy shift?
- Tell me about a time you had to explain something complex in simple words.
These work well on video, because tone and clarity are part of the answer. You can hear how they would sound to a customer on the phone.
Logistics and availability
- Which days and hours are you available to work?
- How will you get to the work site?
- When could you start?
- Are you open to overtime, weekends, or travel?
- What pay range are you looking for?
- Are you interviewing anywhere else right now?
Ask the pay question early and check each answer against your range before the next step. A mismatch you find in the screen saves everyone a week. Some states and cities limit questions about salary history, so ask what the candidate wants, not what they earn now.
Role-specific questions
Replace these with your own. They show the kind of question that fits each role.
| Role | Question |
|---|---|
| Customer service | 30. Tell me about your customer service experience. |
| Customer service | 31. Describe a time you calmed an upset customer. |
| Warehouse | 32. How do you stay safe and accurate when you are working fast? |
| Warehouse | 33. How do you stay organized during a busy shift? |
| Sales | 34. Walk me through how you would open a call with a new lead. |
| Sales | 35. Tell me about a deal you lost and what you learned. |
| Healthcare | 36. Describe how you handle a patient or family member who is anxious. |
| Healthcare | 37. How do you make sure handoffs between shifts are accurate? |
| Office and admin | 38. How do you keep track of many deadlines at once? |
| Office and admin | 39. Tell me about a process you made faster or simpler. |
The closing question
- Is there anything you want us to know that we have not asked?
It looks like a throwaway, and it is the one we would keep if we could only keep one. Candidates use it to mention a certification you forgot to ask about, a planned move, or why their resume has a gap.
A simple scoring rubric
Agree on what "good" means before you watch anyone. Score each candidate from 1 to 3 on each point:
| Point | 1 | 2 | 3 |
|---|---|---|---|
| Relevant experience | None | Similar work | Same work |
| Fit with hours, location, and pay | Does not fit | Fits with a change | Fits |
| Communication | Hard to follow | Clear | Clear and specific |
| Motivation | No clear reason | General reason | Specific reason tied to this role |
Move candidates who score 10 or more to the next round, and talk through the borderline ones with the hiring manager. The exact cutoff matters less than using the same one for everyone. When each recruiter makes up their own standard, two good candidates can get opposite results.
Questions you should never ask
Do not ask about any of these in a screen, even casually:
- Age or date of birth
- Marriage, pregnancy, children, or plans for a family
- Religion or the holidays someone observes
- Health conditions or disabilities. You may ask whether the person can do the essential tasks of the job, with or without an accommodation.
- Race, national origin, or where an accent comes from
- Arrest records. Rules on conviction questions differ by state and city, so check with your legal team.
If a candidate brings up one of these topics in an answer, do not follow up on it and do not let it affect the score.
Frequently asked questions
What is a pre-screening interview?
It is a short first interview that checks whether a candidate meets the basic needs of the role before a full interview. It can be a phone call or a one-way video interview.
How long should a pre-screening interview be?
About ten to fifteen minutes. That usually means five or six questions.
What is the difference between a phone screen and a pre-screen?
A phone screen is one kind of pre-screen. Others include a one-way video interview or a short written questionnaire. They all serve the same purpose.
Should I ask about salary in a pre-screen?
Yes, ask what pay range the candidate wants. A mismatch found early saves time on both sides. Avoid asking about current or past salary, which some states and cities restrict.